THE INFLUENCE OF RELATIONAL DEMOGRAPHY ON PANEL INTERVIEW RATINGS: A FIELD EXPERIMENT

The influence of relational demography (assessor race, candidate race, and the racial composition of rating panels) was examined in a structured interview setting. Twenty assessors (10 White and 10 Black) comprising five, 4-person panels of all possible racial compositions, evaluated videotaped responses of police officers participating in a promotion process. Each panel rated the same 73 (36 White and 37 Black) candidates' responses to a complex, structured interview question. An examination of mean overall ratings revealed a same race bias and a significant difference between panels based upon the relational demography of the interview panel; nevertheless, the size of these effects was small. Net reconciliation (i.e., between initial and final scores) differed significantly between minority and majority panel conditions for only Black assessors and, again, the effects here were very small. The practical implications of these findings are discussed.     

Enhancing Older Adult Eyewitness Memory with the Cognitive Interview

Thirty older (m age=71.73 years) and 20 young adults (m age=21.60 years) viewed a videotape of a simulated crime and were then interviewed with either a Cognitive Interview (CI) or a standard police interview (SI). The older participants were interviewed with either an SI, CI, or CI that was modified for older people (CI–M). No differences were found between the CI and CI–M. The CI elicited more information than the SI, without a reduction in accuracy rate. Moreover, the advantage of the CI over the SI was greater for the older than for the young participants. There were no overall age-related differences. Results are discussed in terms of performance of older witnesses and implications for understanding how the CI functions.     

THE PRACTICE OF COMPETENCY MODELING

The purpose of this article is to define and explain a trend that has caused a great deal of confusion among HR researchers, practitioners, and consumers of HR-related services: competency modeling. The Job Analysis and Competency Modeling Task Force, a work group jointly sponsored by the Professional Practice Committee and the Scientific Affairs Committee of the Society For Industrial and Organizational Psychology, has recently concluded a 2-year investigation into the antecedents of competency modeling and an examination of the current range of practice. Competency modeling is compared and contrasted to job analysis using a conceptual framework (reflected in a 10-dimension Level of Rigor Scale) that practitioners and researchers may use to guide future work efforts, and which could be used as a basis for developing standards for practice. The strengths and weaknesses of both competency modeling and job analysis are identified and, where appropriate, recommendations are made for leveraging strengths in one camp to shore-up weaknesses in the other.     

Effects of Prior Training and Verbal Errors on Students' Performance in Job Interviews

The authors examined 13 errors commonly made by students in hiring interviews and the frequency of occurrence of these errors. The implications for interview training programs are discussed.